Management needs to learn how to run a business
Pros
- The listed qualifications for employment are fair and allow for a wide variety of backgrounds to qualify for a position.
Cons
- It was very clear during my time working here that upper management was primarily looking out for themselves and concerned only with the bottom line. On many occasions, at managerial insistence, "up to date" property reports were falsified using outdated photos and information in order to meet client deadlines. Additionally, employees were often expected to work outside of business hours without compensation. - Hiring practices and employee retention were haphazard at best - there were multiple occasions when a team would lose an employee and reassign their workload to another employee. In these cases, a new employee would rarely be hired to take on that workload, and any problems arising from one employee doing the work of two people would be either blamed on that employee or ignored by management. - Training was incredibly inconsistent, with no set curriculum to get new employees up to speed. This led to many employees (understandably) disappearing without notice within their first week, if not halfway through their first or second day. - During my time here, it was prohibited to discuss salary or wages with fellow employees. Not only did I later learn that this is illegal, but this practice also led to an enormous and unfair disparity in employees evaluating how much their respective jobs were of value to the company. - Poor managerial conduct with regard to promotions, demotions, and new hires. Across the board, I witnessed managers frequently make promises of promotions in attempts to motivate employees, only to later learn that they had no intention of following up on those promises. Middle management positions were frequently given to unqualified and untrained new hires, only for them to soon quit or be fired. Demotions were often done in less than discreet manners, affording employees no privacy within the office regarding their situations, and no warning as to any change in their employment prior to its public announcement. - No consistency for business or employee structure. To cite the most extreme example, there was an occasion when my manager, the composition of my team, and my job description changed four times within one month. These constant shakeups were extremely counterproductive to employee workflow and morale.
